内容课件成果ogcdp-egypt

1、AIESEC MoCoGCDP MoC-iGCDP EGYPTANALYZESNational Control BoardAUG13 AUG14The minus comesfrom different stages. More attention needs to be delivered to our co-delivery and preparation.The responserate is low. From MoC side we need to start to educate EPs about NPS in the induction, from Egypt side we

2、need follow up education once EPs arrive. There is no big amount of detractors, but much passive, meaning that people still are not fully satisfied with their experience PROMOTERS Top issuesMatched stageRealized stageComplete stageInformation provided about the GCDP programme15.2Cultural preparation

3、16.2Cross-cultural understanding & awareness22.6Programme benefits explanation4.3Resource/contact sharing for cultural preparation9.4Living diverse cultures and having a multi-cultural experience11.5Exchange participant responsibilities & programme policies (XPP)5.1Cultural preparation meeting or ev

4、ent6.5Cross-cultural working experience7.8Objectives of the programme5.4Awareness about local culture7.5Induction to AIESEC13.5Intergration by the hosting entity12.8Personal development12.6Education about The AIESEC Experience8.1Integration into the local culture9.1Personal development plan7.5Educat

5、ion about The AIESEC Way2.3Integration into the local chapter4.3Personal goal setting4.6Education about AIESECs activities3.8Communication effectivity during acceptance procedure10.1Job-description clarity and alignment2.7Opportunity to create positive societal impact3.1Communication by the Home LC4

6、.5Job-description aligned with the TN form1.4Visible impact of the project/organization2.6Communication by the Host LC2.7Job-description clarity1.4Visible impact of the Job Description0.9Information about the acceptance process2.7Matched stageRealized stageComplete stageVisa documents and informatio

7、n-2.7Job-description clarity and alignment-14.2Opportunity to create positive societal impact-9.5Information about the exchange conditions-1.2Job-description aligned with the TN form-7.4Visible impact of the Job Description-3.2Information about the visa process-0.9Job-description clarity-5.6Visible

8、impact of the project/organization-2Communication effectivity during acceptance procedure-2.5Logistical support-9.2Cross-cultural understanding & awareness-8.1Communication by the Home LC-0.1Introduction to the organisation/project-3,5Living diverse cultures and having a multi-cultural experience-6.

9、3Communication by the Host LC-1.8 modation-3.9Awareness about local culture-0.9Information about the acceptance process-0.5Cross-cultural working experience-1.1Matching support-1.9Integration by the hosting entity-5.9AIESEC support during the experience-6.7 training-1.2Integration into the local cha

10、pter-1.8Support by host entity during the experience-6Matching tools and emails training-0.4Integration into the local culture-2.9Support by home entity during the experience-3.4Matching process explanation-0.4DETRACTORS Top issuesAttention needs to be more: From MoC: matching support, visa information From Egypt: information about acceptance process, for the JD clarity and alignment, logistic, introduction to the organization, support during experience. OPEN CASEVery big amount of open ca